The document discusses the secretary problem and developing a stopping rule for selecting the best candidate out of a pool of applicants. It aims to find the most eligible talent efficiently. The problem is hiring the right secretary candidate. The solution is to calculate the probability of selecting the best option. A new idea is developed to have rounds of elimination over 2-3 days to select the best candidate based on qualifications and interview answers. The process would be implemented by shortlisting candidates based on portfolio review and educational eligibility before interviewing.

1. Stopping Rule for Secretary Problem

2. Table of Contents
Introduction .................................................................................................................................2
Problem statement................................................................................................................... 2
Aims and objective.................................................................................................................... 2
Main context ................................................................................................................................ 3
Problem...................................................................................................................................3
Solution....................................................................................................................................3
Developing New Idea................................................................................................................ 3
Implementation........................................................................................................................ 4
Conclusion...................................................................................................................................4
References ...................................................................................................................................5

3. Introduction
The problem of hiring a new and appropriate candidate out of the available limit of the
candidates is known as Secretary Problem. This issue talks about the hiring of the candidate
in an interview for a particular position in the company. By implementing the Secretary
Problem in the process of interview the management or the person in-charge of the interview
and selecting the candidate, can simplify the elimination process of candidates along with
hiring the most eligible candidate out of the applicants. The stopping rule provides a
mechanism for the interviewer to continue with the process of hiring the right candidate or
stopping with the hiring process (Page, 2015). Usually the hiring process is done for any
particular position in the company by selecting the proper candidate as per the quality of the
candidate, requirement of the company and performance of the candidate in the interview.
Problem statement
The problem here is of hiring the right candidate for the position required in the company.
The position required here is of the Secretary and the company is needed to hire the eligible
candidate for the position.
It can be actually explained as, taking a decision under uncertain situations or circumstances.
The probability of taking the right decision in difficult time by the management of the
company is about solving the issue (Sulkowska, 2012).
Aims and objective
The aim of the research study is:
“To find the best possible talent from the number of candidates applied for the position or the
interviewer is taking interview.”
The objectives of the research study:
 To manage the selection process in the company
 To design the interview process so that the eligibility of the candidate can be known
 To select the appropriate candidate or the eligible candidate

4. Main context
Problem
The issue, as discussed in the introduction of the research study, is selecting the right and
eligible candidate out of the applicants in the company. Actually the topic here is about
taking the right decision during the difficult times of the company. With a wrong decision
during any difficult circumstances of the company, the company will face loss in following
the process (Garrod and Morris, 2012). During hiring any candidate for any position the
company undergoes certain costs like providing time for selecting the candidate, bringing out
the experienced person out of his or her schedule for selecting and taking the interview,
making a place available for the candidates to appear in the interview, etc. The main issue is
to take a decision that should not result to a loss for the company, i.e., hiring the wrong
candidate for the position and forcing the company to redo the process.
Solution
The issue is that the company should not get involved in taking any wrong decision during
the process of interviewing or it can be said as taking decision. Here the strategy to solve the
issue will be calculating the possibility of taking the best possible solution for the company
(Chudjakow and Riedel, 2012). By stating an example it can be said that, by selecting a
professional candidate is the solution of not selecting the wrong candidate.
It can be explained in a manner that if the management takes a new decision for solving the
issue, they have to be sure that the solution taken as the decision is to be selected out of all
the solutions provided by the team working on it (Oveis Gharan and Vondrák, 2013). For
example: A team is into hiring a candidate and they took interview of 20 candidates from 5
different colleges. Now the decision will be on the panel for selecting the right candidate out
of all the 20 candidates. Here the panel can opt for voting for their choice of candidate as per
their experiences. Another example can be: The management of a company is facing issue
with the operation process of the company. The management team takes decision and
proposed their individual ideas to the general manager of the company. Here the decision
remains with the general manager as he has to select the best idea out of all the proposed
ideas of the management.
Developing New Idea

5. Here the management has a solution for hiring new candidate in order to find the most
eligible person for the company. The hiring process will be the same i.e., hiring the
candidates “one at a time” (Tramper et al., 2012). Here the idea can be changed to ensure the
quality of the candidate and not taking any wrong decision further. There can be rounds for
elimination and selecting the right candidate. But here the number of days to be taken should
be less, thus the rounds of elimination can be done within two-three days. The management
can start with the decision of selecting the candidate with the qualification to the answers
they provide to the candidate.
Implementation
The whole idea can be implemented in the process as starting with the selection of the
candidate by their qualification for the position. The selection of the candidate can be done on
the professional ground. In order to save time, the criteria can be selected before as what
exact qualification can be required for the candidate. Scrutinising the portfolio of the
candidates will help in calling the educational eligible candidates to the interview (Zhang and
Xu, 2014). Then the interviewer can make some questions based on which the rest decisions
can be taken. The number of applicants will be selected on two bases; one the number
minimum can be attended on one day and two the maximum can be attended on one day.
Keeping the minimum limit on the first day, with the maximum limit keeping it on second
day the interviewer will have the idea of getting the solution by the end.
Conclusion
Designing the selection procedure the management or the interviewer can have a solution of
selecting the right candidate for the position. The applicants or candidates are the limit of the
management from where they have to select the candidate for the position. Here the
interviewer or management has to find the best out of the limit they have been provided in the
situation.

6. References
Chudjakow, T. and Riedel, F. (2012). The best choice problem under ambiguity. Econ
Theory, 54(1), pp.77-97.
Garrod, B. and Morris, R. (2012). The secretary problem on an unknown poset. Random
Struct. Alg., 43(4), pp.429-451.
Oveis Gharan, S. and Vondrák, J. (2013). On Variants of the Matroid Secretary
Problem. Algorithmica, 67(4), pp.472-497.
Page, A. (2015). Stopping Time. JAMA, 314(1), p.27.
Sulkowska, M. (2012). The best choice problem for upward directed graphs. Discrete
Optimization, 9(3), pp.200-204.
Tramper, J., van den Broek, B., Wiegerinck, W., Kappen, H. and Gielen, S. (2012). Time-
Integrated Position Error Accounts for Sensorimotor Behavior in Time-Constrained
Tasks. PLoS ONE, 7(3), p.e33724.
Zhang, R. and Xu, S. (2014). Optimal stopping time with stochastic volatility. Economic
Modelling, 41, pp.319-328.